HRM 15.2 Supplement

MBA Spotlight Hottest skills for 2015 ISSUE 15.2

Executive Education & Professional Development

2015

EXECUTIVE EDUCATION

Unmask deeper Asian business truths by going beyond the facades of understanding NUS Business School Executive Education programmes Authentically Asian insights

UPCOMING PROGRAMMES

Accounting & Finance for Non-Financial Managers

Leading Transformational Change NEW

20 – 24 Apr 2015

13 – 17 Apr 2015

Advanced Management Programme: Asia in Focus

Negotiations & Influence in Asia

16 – 27 Mar 2015

16 – 20 Mar 2015

Asian Family Business Programme

Strategic Human Resource Management

20 – 22 May 2015

20 – 24 Apr 2015

Emerging Leaders Programme 20 – 24 Apr 2015

Strategic Management Programme

General Management Programme

11 – 15 May 2015

2 – 13 Mar 2015 18 – 29 May 2015

Strategic Marketing Management

Leadership Development Programme

22 – 26 Jun 2015

23 – 27 Mar 2015 25 – 29 May 2015

Women in Leadership 8 – 12 Jun 2015

Register and pay early with Visa or MasterCard to enjoy up to 10% savings.

Corporate volume and NUS alumni discounts are available.

For enquiries, call +65

LEADING FROM ASIA

6516 7872 or visit executive-education.nus.edu/hrm

EXECUTIVE EDUCATION NEWS SINGAPORE

MALAYSIA

SKILLS TRUMP HIGHER PAY

FINDING THE ABILITY TO WORK SMARTER, NOT HARDER

Employees in Singapore 2015’s jobs market will be are willing to give up characterised by a high demand for higher salaries and skilled professionals who can diagnose promotions for the time or cost inefficiencies, and then chance to learn new skills, offer solutions to improve their improve their work-life department or business’s performance, balance, and add more says recruiting expert Hays. flexibility to their work lives, according to a According to the recruiter’s January new survey by Kelly Services. to March 2015 Hays Quarterly Report, as The latest Kelly Global Workforce Index long as employers want to maintain (KGWI) shows that 55% of workers in profitability while keeping costs down, Singapore will consider giving up higher people who can offer effective process or pay for the opportunity to learn new skills, costs solutions will be in high demand.

45% for a more flexible schedule, and 57% “Employers are hiring and they for improved work-life balance. have positive intentions for the “While pay is a key driver of employee year ahead,” said Christine Wright, attraction and retention, the survey managing director shows that workers in Singapore of Hays in Asia. “In US employers spend an also value their professional our conversations average of about growth and personal fulfilment, with employers, and are willing to make sacrifices to it’s clear that the achieve them,” said Mark Hall, Vice greatest hotspots President and Managing Director, of demand will be on formal training programmes Kelly Services Singapore. for people who can Source: The Association This is, however, lower than the help a business work for Talent Development two-thirds of employees in the smarter, not harder.

Asia Pacific region who say they “All departments would consider sacrificing higher pay. now need people who can analyse When it comes to management performance, review and improve style, 62% of employees in Asia-Pacific processes, reduce costs and increase strongly prefer collaboration while 60% efficiencies,” she added. value flexible work arrangements most.

The following skills are just some of Least appealing are firms with highly those in demand: individualised structures and traditional • Banking: Risk analysts with good ‘nine-to-five’ schedules. exposure to the SAS or Teradata

$1,208 per employee

SINGAPORE

WORKERS HEAD BACK TO SCHOOL The demand for further education in Singapore has been seeing an exponential growth. This can be observed in the 2014 JobsCentral Learning survey by Careerbuilder, in which Singapore respondents expressed a renewed interest in diploma studies, with an increase from 18% in 2013 to 26%.

The survey noted an increase in older individuals, aged 40 and above, pursuing diplomas. This was further

bolstered by the prominent rise in interest from respondents 60 and above, with a 2.5-fold increase since 2013. This surge is likely a result of the Singapore government efforts to encourage the continued employment of older workers through training grants such as the Workfare Training Support.

Interest in postgraduate studies is at its highest in five years – climbing from 37% in 2010, and 42% in 2013, to 48% this year. More than half of those aged under 30 indicated an interest to pursue a postgraduate degree, up from 43% in 2013.

Respondents largely cited careerrelated reasons as the driving force

•

•

•

•

analytics programmes have been high in demand as banks strengthen their risk and credit infrastructures. These skills are also highly sought in project managers and business analysts.

HR: Strategic business partner skills continue to be highly sought after in the Malaysian market. The role of Business Partner is traditionally viewed as very operational but high demand exists for professionals who can balance HR programmes with business priorities.

IT: There is currently a lack of senior IT professionals in Malaysia who possess the right balance of technical skills and business acumen. Candidates with the ability to communicate their technical expertise effectively in the business environment are highly sought.

Sales and Marketing: Midmanagement brand managers continue to be in high demand across various industries, including the fastmoving comsumer goods sector, as the market continues to be strong and companies in Malaysia grow.

Supply Chain: There has been an increase in demand for strategic procurement and supply chain managers across all industry sectors.

Candidates with a track record of process and operations improvement and cost savings are particularly in demand.

to further their studies. Of these, 21% listed Career Advancement as the key reason, followed by employability improvement (17%), and the prospect of switching industry (eight per cent).

Other motivations for pursuing higher education included self-improvement (20%) and personal interest (13%).

Overall, more people consider receiving higher education as important to career advancement, said Jessica Ang, strategic marketing director of CareerBuilder Singapore.

“This is especially prevalent in adult learners, who may also see education upgrades as essential in keeping up with their younger co-workers.”

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ROFFEY PARK PROFILE

Developing people in a complex world O

rganisations operate in a complex, ambiguous world; one which is fast-paced and challenging. According to our Singapore Management Agenda research, half of managers surveyed reported their organisation attempting culture change due to growth, improving productivity and the external environment.

Developing your people to succeed is key – Are your leaders, HR and OD practitioners ready for the challenge?

Founded in 1946, Roffey Park is a leadership institute widely recognised

for providing high impact programmes that transform individuals and organisations. We offer a variety of open and tailored development programmes, research, consultancy and coaching services. Our programmes and services

combine intellectual approach with practical application.

To enable organisations to meet the demands of the current marketplace, we’re offering a range of programmes over the next twelve months:

Programme

Dates

OD Practitioners programme

February, May and July 2015

HR Business Partner Skills

Singapore: 14-16 April 2015 Malaysia: 21-23 April 2015 Hong Kong: 4-6 August 2015

How to build and lead a culture of innovation

14-15 May 2015

DHL Global Forwarding, Africa & Asia Pacific To find out more visit www.roffeypark.com/international or email singapore@roffeypark.com

Change Agility – leadership in uncertain times 16-17 June 2015 Strategic Human Resources

“We are impressed and pleased with the rich experience, professionalism and dedication demonstrated by the facilitators as well as the positive learning outcomes so far. They are open minded and responded well to the needs of the participants and organisers alike.”

13-16 October 2015

Roffey Park is an executive education organisation with unrivalled expertise in HR and OD professional development and extensive experience of developing individuals in Asia. We will be launching a brand new portfolio of public programmes in 2015 covering:

Develop your HR and OD skills in 2015

•

Change leadership

•

Developing an innovation culture

•

Organisational development

•

HR business partnering

•

Strategic human resources

•

Facilitation skills

Our approach is to provide deep personal learning, informed through knowledge and experience, delivered by facilitators with unrivalled skills and passion. You will leave our programmes with greater self-awareness, new skills and the confidence to perform more effectively in your organisation.

To find out more about our 2015 programmes please visit our website at www.roffeypark.com/international email singapore@roffeypark.com or telephone + 65 6549 7841

Directory Ad.indd 1

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FEATURE

LEARNING & DEVELOPMENT

WINNING SKILLS of 2015 Analytics is expected to be the most soughtafter skill in 2015, as companies seek out employees to not only make sense of all the available information, but also use it to make smarter business decisions. HRM reveals these and other hot job skills in demand this New Year

Shalini Shukla-Pandey shalini@hrmasia.com.sg

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LEARNING & DEVELOPMENT FEATURE

T

he New Year is upon us now innovation and have business leaders and businesses are gearing with the skills and savvy to pull together up for a fresh year of challenges. all the data that is being generated in a The jobs market this year is set to way that helps their companies remain be characterised by high demand competitive in this digital age,” said for skilled professionals who can Kathryn Yap, Managing Partner, diagnose time and cost inefficiencies, CTPartners in Singapore. and then offer solutions to improve “That is one reason why we are their department or business’s seeing growing demand for digital performance, says Hays. leadership skills.”

According to the recruiter’s January Indeed, the rise of big data means to March 2015 Hays Quarterly Report, as that analytics will certainly be a highly long as employers want to maintain sought-after skill in 2015 and beyond. profitability while keeping costs That said, analytics doesn’t provide a down, people who can offer effective complete solution to a given business process or costs solutions will be in problems, it just helps to point you in the high demand. right direction, says Dr Jonathan Ramsay, “Employers are hiring and they a Lecturer, at the Singapore Institute of have positive intentions for the Management (SIM) University. year ahead,” says Christine Wright, “The most desirable employees will managing director of Hays in Asia. “In be those who can transform analytic our conversations with employers, insight into realistic, actionable policies it’s clear that the greatest hotspots of and practices,” he says. demand will be for people who can help In an increasingly globalised a business work smarter, not harder. marketplace, the translation of theory “All departments now need people into practice will depend on soft skills who can analyse performance, review like social intelligence more heavily and improve processes, reduce than ever. costs, and increase “HR management efficiencies,” she says. practitioners should be “From cost more aware than most Organisations are looking for Talent accountants in the that all business success Acquisition and Talent Development accountancy department, depends on dealing Managers who can to product managers effectively with people,” in the IT team and Ramsay says. “Number digital communications crunching is valuable, specialists in the but it can only get you so marketing department, far.” the focus this year Soft skills are vital Source: Hays Quarterly Report Q1 2015 will be on improving as well. According to a the existing ways of survey by the US-based operating while reducing National Association of costs,” says Wright.

Colleges and Employers, the top three skills employers say they seek, in order Skills in demand of importance, are: The demand for specialist data • The ability to work in a team structure; analytical skills is increasingly • The ability to make decisions and growing. Organisations are looking solve problems; and for leaders who can not only interpret • The ability to communicate verbally the big data available but also spot the with people inside and outside an opportunities and threats that arise. organisation.

“The challenge for companies in The survey makes clear that Asia is to continue to fast-track digital employers want universal skills that

develop and retain their existing staff

Top 10 skills employers seek • Ability to work in a team structure • Ability to make decisions and solve problems • Ability to communicate verbally with people inside and outside an organisation • Ability to plan, organise and prioritise work • Ability to obtain and process information • Ability to analyse quantitative data • Technical knowledge related to the job • Proficiency with computer software programmes • Ability to create and/or edit written reports • Ability to sell and influence others Source: National Association of Colleges and Employers survey

are learned across academic disciplines and in any job where one is working with others.

Roffey Park Institute’s recent research shows that managing change, developing and engaging talented individuals, strategic thinking, encouraging creativity and innovation, as well as coaching are key skills required this year.

“Without question, the greatest asset in any organisation is its people and their ability to collaborate in achieving strategic goals and objectives,” says Stuart Mason, Regional Director – Asia Pacific, Roffey Park Institute.

“This requires individuals to have greater self-awareness and a flexible behavioural approach, so they can lead, inspire and motivate their teams.”

Getting staff up to speed To help employees acquire these hot job skills, Roffey Park provides opportunities for deep, personal learning; “informed through knowledge and experience, and transformed by facilitators who are passionate about developing people and their organisations.”

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FEATURE

LEARNING & DEVELOPMENT

Singapore’s first fulltime Bachelor of HRM

Ramsay. “As opportunities to the workforce try and supporting ages and working climate,” Singapore Institute of Management (SIM) University the average he explains. is launching Singapore’s first full-time bachelor degree in working “We need to HR Management this year. Applications are currently open, lifespan set a supporting and the first intake will be in August. increases, ecosystem to “There’s a real demand for trained HR professionals multiple develop thinking locally, and we are eager to help meet this demand,” says careers will skills,” he adds.

Dr Jonathan Ramsay, Lecturer, SIM University. “Prospects become the “We emphasise for HR Management graduates have never been better, norm, so on customised so we think this is a timely addition to Singapore’s higher employees intervention, so education landscape.” need to we will do some anticipate and analysis prior to prepare for designing and these changes.” executing the programme.”

Most organisations these days are keen to communicate their visions Steering your own ship to employees, so HR should think Employees can steer their own about where the organisation wants professional development as well, to be in five or ten years’ time, he instead of waiting for their employers to adds. “Changing business models provide them with development plans. require employees with new skills and “Employers are always looking for competencies, so try to identify these employees to take the initiative and important learning opportunities.” direct their own development,” says Some employees do not know what they should develop, says Tedjakumara.

“A simple and affordable selfcompetence assessment may help them to identify their competence gaps.”

“This will trigger them to take HR – People analytics skills an initiative in their individual With the abundance of data and analytic tools available today, organisations can develop more professional development,” he adds. meaningful information about their most valuable asset: human capital.

“The biggest problem for individuals Leaders can harness this data to measure performance on employee engagement, development, though is still the large amount of

providing a supportive but challenging environment that enables people to experiment with new approaches, learn from peers and to have a range of toolkits and frameworks to use when required.”

In addition to the tailored programme that Roffey Park designs and delivers, the leadership institute will be launching a new range of open programmes and master classes designed for individuals and their organisations in Singapore and beyond. These include courses in “Change Agility”, “Building a Culture of Innovation”, and “Organisational Development and Facilitation”.

Strategic and innovative thinking, as well as developing an entrepreneurial mind-set, require long and persistent activities to build, says Executive Director of Kaplan, Deddi Tedjakumara. “(Our course) is not a training programme but it is a long-term development programme which needs not only continuous and systematic activities but also requires real exposure,

Top data skills for 2015

recruitment, retention, work efficiency, compensation matters and return on investment.

Operations – Business data analytics skills

Capturing and incorporating the big data from customer interactions, supply chain feedback, production equipment reports, and other sources is a priority for all companies.

Leaders should work smarter by identifying and deploying the right analytical tools, working with their teams to interpret new findings and tapping on new opportunities.

Risk management – Digital risk analysis skills

Businesses in all industry sectors expect their leaders to meet growing needs for consistent, organisation-wide strategies that address digital business risk.

Customer relationship management – Personalisation skills

Leaders must be proficient in integrating the knowledge gained from customer behaviour analytics into timely customer engagement and marketing strategies.

They can do so by using cutting edge technologies, like personalised messaging and cellular geolocation.

Source: CTPartners 20th annual Hot Jobs forecast of new and emerging executive roles for 2015

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money that has to be spent on such training and development courses.”

Mason says that if an employee wants to be proactive about their own development, the first step is to have a conversation with their line manager.

“Be clear with your manager about what your career plans are, where you would like to develop in the organisation, and what the benefits are to the organisation for investing in you as an individual,” he says.

“Make sure you are flexible about what development entails. For example, project responsibilities and secondments are often just as valued by organisations as external training courses,” Stuart adds.

PRASETIYA MULYA EXECUTIVE LEARNING INSTITUTE PROFILE

Developing business champions in Indonesia P

rasetiya Mulya Executive Learning Institute has been inspiring and providing integrated services in workplace learning and performance since 1980, when prominent members of Indonesia’s business community established Prasetiya Mulya Foundation.

In 1982, Prasetiya Mulya Foundation initiated the MBA in Indonesia. This was then altered to Magister Manajemen following the regulation from the Ministry of Education and Culture in 1993. Prasetiya Mulya Foundation also provides executive education and development programmes which are established under Prasetiya Mulya Executive Learning Institute.

A part of Prasetiya Mulya Business School, Prasetiya Mulya Executive Learning Institute works to inspire and provide solutions in developing business management skills, improving the effectiveness of organisations, equipping and empowering human capital and also enhancing the performance and sustainability of the organisations by offering courses related to Organisation Development, Performance Management,

Human Capital Development, Leadership Transition, and Grooming Leaders.

Prasetiya Mulya Executive Learning Institute sees itself as a partner for business leaders who believe that people are the primary resource in developing and maintaining sustainable growth. That is why all companies that the Institute works with are termed ‘partners’ as opposed to ‘clients’.

Programmes on offer The institute works in synergy with corporate universities, corporate learning centres and human capital departments to develop customised intervention programmes through consulting, as well as designing, executing, and evaluating learning and development programmes.

The intervention itself can be delivered in many forms, such as in-class programmes, business improvement projects, executive coaching, team-building and other development programmes.

Prasetiya Mulya Executive Learning Institute also provides public programmes whether to inspire and enrich the business perspectives or to acquire

deeper business knowledge and insight.

The institute’s long experience and dedicated team of consultants make it exceptionally resourceful in designing material for development programmes, crafting methods of delivery and, evaluation approaches to become your preferred partner for developing business champions in Indonesia.

For more information Prasetiya Mulya Executive Learning Institute Prasetiya Mulya Campus, Building 2 #2203 Jl. R.A Kartini (TB. Simatupang), Cilandak Barat, Jakarta Selatan 12430 Tel: +62 21 751 1140, +62 21 751 1126 ext. 1009 – 1011 Mobile: +62 81808737773 Fax: +62 21 7500460, +62 21 7511143 Email: information.eli@pmbs.ac.id Web: www.pmsbe.ac.id/eli

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GOES DIGITAL! It’s Free. Download the new HRM Magazine App for your iPad, just search “hrm asia” in iTunes® Store

Exclusive iPad-only content & videos The latest hrm news & HR jobs delivered instantly Interactive data that you can sort the way you want

ESSEC BUSINESS SCHOOL PROFILE

ESSEC Business School:

Partnering students in their learning journey

F

ounded in 1907 in Paris, France, ESSEC Business School has been developing a unique learning model based on its core values of innovation, openness, responsibility, and excellence.

Ranked number 12 worldwide by the Financial Times for Executive Education open-enrolment programmes in 2014, ESSEC is one of the leading institutions for business education. The school offers a wide range of academic and executive programmes focused on developing the creativity and multicultural

mind-set of each individual.

With the expertise of a renowned faculty based in Singapore, the school offers innovative degree and executive programmes with Asian insights and global perspectives. Through its series of open-enrolment workshops, advanced management programmes and the Executive MBA Asia-Pacific, the school delivers tailor-made education experiences that effectively suit the specific needs of individuals and organisations.

The ESSEC Executive MBA Asia-Pacific has been

designed to address the everchanging demands on senior management operating in Asia. The programme is built on three pillars: • A unique academic curriculum • A pan-Asian core with global reach and an inclusive approach with a strong focus on actionable learning • A tactical framework applicable back in the workplace The school also offers Executive Workshops on various topics including Innovation Strategies, Negotiation, Digital Marketing, Marketing

Analytics, Leadership and Entrepreneurship, Luxury Brand Management, Health Economics and Management, and Financial Modelling.

For more information, please visit www.essec.edu/asia or contact ESSEC Asia-Pacific at essecasia@essec.edu ESSEC | CPE Registration number 200511927D Period of registration: 30 June 2011 - 29 June 2017

FA-ESS-EMBA-MagAd-HRAsia-186x119.5mm-220115.pdf 1 1/22/2015 11:33:37 AM

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FEATURE

EXECUTIVE EDUCATION

MBA Jumping on the

bandwagon Earning an MBA is often regarded as the game-changer when it comes to advancing through the ranks of the corporate world. But what competitive advantages do MBA graduates hold over other degree-holders and what are the heralded programmes of today? HRM investigates

Sham Majid sham@hrmasia.com.sg

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A

re MBA programmes losing their allure among working professionals?

Judging by comments made by Paul Danos, dean of the Tuck School of Business at Dartmouth College, they most certainly are not.

“Demand for graduates of top MBA programmes by the great businesses of the world continues to be strong,” Danos was quoted as saying in the 2014/2015 QS TopMBA.com Jobs & Salary Trends Report.

He projects “no end to the insatiable demand of top businesses to employ high-quality MBA talent”.

In fact, the 2014/2015 QS TopMBA.com Jobs & Salary Trends Report found that the MBA qualification had become “probably the most recession-proof postgraduate degree since the financial crisis in 2008”.

With MBA recruitment levels projected

to increase by eight per cent in AsiaPacific this year, the time has never been more apt for professionals to arm themselves with an MBA qualification.

MBA programmes abound According to the 2014/2015 QS TopMBA. com Jobs & Salary Trends Report, an MBA is rapidly becoming an acknowledged pathway for accelerated career advancement for aspiring business leaders. The research also found that an MBA qualification cultivated entrepreneurs who begin businesses and then come back and hire MBAs into their firms.

The National University of Singapore (NUS) MBA is one programme that seeks well rounded individuals who can benefit from, and contribute to learning

EXECUTIVE EDUCATION FEATURE

within and beyond the classroom, says Marie-Antonie Chua Nan Sze, Director of Graduate Studies Office, NUS Business School.

Chua explains that successful applicants possess a good academic record and career trajectory.

“They would have demonstrated strong leadership capabilities, as well as the desire and drive to achieve academic and management excellence,” she says.

“Many would have had international exposure or dabbled in entrepreneurial ventures.”

Chua explains that while the NUS MBA course equips selected candidates with general management skills to be all rounded business leaders, students can also choose to specialise in finance, marketing, strategy and operations, real estate, or healthcare management. They can also take up double degrees with Peking University, Fudan University, Korea University, HEC Paris, Yale University and the Lee Kuan Yew School of Public Policy.

The NUS MBA can be completed on a full time basis within 17 months, inclusive of an internship and student exchange.

NUS’ local counterpart, Nanyang Technological University (NTU)Nanyang Business School, offers the flagship Nanyang MBA programme to students looking for a rigorous MBA with a distinctive global reputation, says Nicole Tee, Director, Graduate Studies, Nanyang Business School.

“Other than providing real world relevance and foremost business management concepts in the curriculum, students get to gain a global perspective on management issues,” elaborates Tee. “With Asia evolving and taking on a key role in the world’s economy, Nanyang MBA’s strong Asian focus and holistic approach in ‘Nurturing Global Leaders for a Sustainable World’ lays the foundation for future leaders to gain an incredible learning experience.”

The Nanyang MBA can be completed over 12 months for full-time students or 18 months for part-time students, enticing talented participants from around the globe every year.

Crucial MBA numbers • International study experience is wanted by 67% of MBA employers • There was a big increase in demand for MBA graduates with over five years of work experience in 2014, with 29% of employers preferring this group, compared to 24% in 2013 • Business school graduates are still not meeting expectations in terms of their soft skills including communication, interpersonal and strategic thinking skills.

Source: The 2014/2015 QS TopMBA.com Jobs & Salary Trends Report

“The cohort comprises of a diverse group of high calibre participants from varied backgrounds, functional roles and industries, all aspiring to lead and make an impact in society,” explains Tee. Another potential avenue for MBA hopefuls is the Executive MBA AsiaPacific programme launched by ESSEC Business School in 2014.

The ESSEC Executive MBA Asia-Pacific programme is based on an innovative academic curriculum with a pan-Asian core that examines new business models and new strategic trends in Asia, says Cédomir Nestorovic, Professor, Management Department, ESSEC AsiaPacific and Director, ESSEC Executive MBA Asia-Pacific.

“It is a 15-month programme tailored for working professionals and as part of the programme, participants are required to attend residencies at prestigious business schools in the US and China,” explains Nestorovic.

Nestorovic says the ESSEC Executive MBA targets executives in Asia who have at least seven years of working experience with a recognised high performance.

“The current cohort of the ESSEC Asia-Pacific’s EMBA course comprises of participants from 10 nationalities, averaging 40 years of age,” he adds.

“Participants come from a variety of industries including banking, hospitality, IT and infrastructure.”

The Asian pivot The impact of MBAs in Asia cannot be underestimated. The 2014/2015 QS TopMBA.com Jobs & Salary Trends Report cited that in 2014, 83% of Asia-Pacific employers’ MBA recruitment activities were based in the region itself.

Tellingly, the report revealed that Asia-Pacific reported the highest projected increase in MBA recruitment levels for 2014 (11%).

Demand for MBAs in China is also robust and getting stronger.

According to the report, China was ranked as the third largest MBA market in the world in 2014.

Therefore, it comes as no surprise when Chua says NUS Business School’s mission is to “Lead from Asia”.

She explains the NUS MBA offers candidates a global perspective with deep Asian Insights.

“Classes are taught by world class international faculty members who have been educated in top schools in North America but have researched, taught and consulted extensively in Asia,” says Chua.

“Equipped with the latest business knowledge coupled with real-life experiences, they are constantly innovating to apply industry relevance and academic rigour to the modules that they teach, transforming ‘potential’ into outstanding performance and grooming leaders in the world of business.”

In recent years, Chua says NUS MBA has implemented a management communications module which aims to sensitise students to the importance of communicating in complex situations and devising effective strategies to achieve desired outcomes.

“We have instituted live projects as a graduating requirement, encouraging the application of concepts and theories acquired in the classroom to real-life business dilemmas,” she elaborates.

“Candidates in the NUS MBA hone leadership skills by serving in the students’ council and taking the lead in organising events including ‘Cerebration’ – one of the largest business case competitions of its kind.”

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FEATURE

EXECUTIVE EDUCATION

In addition, Chua says NUS MBA students also study and write about the corporate social responsibility strategies adopted by selected Asian companies, thus acquiring an understanding about the importance of the broader environment and aspects other than profits.

According to Tee, future leaders in Nanyang MBA programme are exposed to an “exceptional and enriching” education, which is designed to not just help them adapt, but also succeed in an ever-changing business landscape.

Asia-Pacific was also deemed to be a central pivot for ESSEC Business School, says Nestorovic.

“ESSEC made the strategic decision to build an Asian campus in Singapore, invest in an experienced team of faculty, predominantly from Asia, to carry out research and deliver executive education in Asia with the end goal of developing a new breed of Asia-focused business leaders with a global outlook,” he explains.

He says, MBAs have evolved over the years to stay relevant to market needs. As such, he believes an Executive MBA with ESSEC will “undoubtedly place future leaders in an advantageous position for future growth”.

“ESSEC Asia-Pacific not only provides a curriculum that has high relevancy in today’s business landscape, participants in its EMBA also get immediate access to an influential network of more than 46,00 alumni worldwide and over 700 corporate partners across a wide spectrum of industries,” elaborates Nestorovic.

In addition, he adds businesses are increasingly operating in highly diverse environments – economically, culturally and politically. Future leaders need to be armed with both hard skills and soft skills.

“ESSEC Executive MBA has a discerning focus on developing leadership skills and business communications skills,” says Nestorovic.

“Innovation and entrepreneurship are also key focuses in its curriculum.”

Employers’ take on MBAs While all the clamour has been about undertaking MBAs from an employees’ perspective, do organisations view them as worthwhile investments?

Professor Peter Giulioni, Assistant Dean of Career Services, Nanyang Business School, says for companies, the return on investment in supporting an MBA experience for senior leadership is twofold.

“First and foremost, as a part of an NTU MBA experience, high potential members of a company’s senior leadership team(s) are exposed to a balanced understanding of all major functions of a business: strategy, operations, finance, technology, marketing and talent management. This allows the manager to draw on a deeper and broader knowledge base for solving day-to-day challenges on the job,” he explains.

“And secondly, what better way for a company or firm to signal a commitment to the career growth and success of key talent, than to invest in their education and development?”

Percentage Increase in MBA Jobs by Region World Region

Projected Change 2014/2013

Projected Change 2015/2014

Africa & Middle East

2%

12%

Asia-Pacific

11%

8%

Eastern Europe

10%

5%

Latin America

7%

8%

US & Canada

10%

9%

Western Europe

0%

3%

Source: Source: QS TopMBA.com Jobs & Salary Trends Report 2014/15 (www.topmba.com)

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According to Nestorovic, good talent is hard to come by and retain in the highly competitive economies of today, especially in Asia.

Hence, he argues that employers who endorse their high performers in their professional growth will surely witness the benefits of the new knowledge and skills brought into the organisations by these valued talents.

“Investment in human capital is a positive long term business strategy for sustained growth and profitability,” says Nestorovic.

Furthermore, he cites that many senior executives are paying for MBA and EMBA programmes out of their own pockets, a rarity in the past.

“Executives are aware that in order for them to advance in their career and get to the next level, they need to upgrade and update their knowledge and skills,” adds Nestorovic.

“Topics such as ‘social media marketing’, ‘big data’, and ‘family businesses’ are high in demand today and of extreme relevance to the region’s highly dynamic market.”

Nevertheless, according to the results of the 2014 Membership Program Survey of the Executive MBA Council (EMBAC), for the first time in five years, the percentage of students who fully fund their Executive MBA (EMBA) education has dropped slightly (see: boxout).

Changing curricula The 2014/2015 QS TopMBA.com Jobs & Salary Trends Report revealed that notable changes have been witnessed in the functions offered to MBAs in 2014.

Business development and marketing were the two most popular specialisations on offer, usurping general management, finance (other) and consulting.

The favourite MBA study specialisation among employers was “strategy and leadership” while “business innovation” has been steadily growing in popularity in recent years and has now caught up with finance.

Chua says the NUS MBA aims “to bridge the theories that are learnt in a classroom

EXECUTIVE EDUCATION FEATURE

MBA ASIAN RANKINGS 2014 Rank

2013 Institution Rank

Country

Employer Academic Overall Avg GMAT Avg Years % Score Score Score Score Work Intern’l

1

1

INSEAD - Singapore

Singapore

76.9

99.6

80.3

702

6

70

2

4

NUS Business School, National University of Singapore

Singapore

34.1

99.9

44.0

672

5

97

3

12

The HKUST Business School

Hong Kong

18.0

98.0

30.0

669

6

95

4

19

Faculty of Business and Economics, The University of Hong Kong

Hong Kong

18.0

94.8

29.5

664

5

86

5

10

Nanyang Business School, Nanyang Technological University

Singapore

18.0

89.2

28.7

650

5

38

6

7

Beijing International MBA Programs-BiMBA, Peking University

China

17.4

84.9

27.5

550

6

70

7

3

Melbourne Business School, The University of Melbourne

Australia

12.5

97.6

25.3

600

5

14

8

2

Indian Institute of Management, Ahmedabad

India

20.2

48.8

24.5

711

10

67

9

8

AGSM MBA Programs, University of New South Wales

Australia

12.0

93.6

24.2

630

7

25

10

20

Graduate School of Business, Seoul National University

Korea, South

10.4

85.3

21.6

510

5

70

Source: QS Global 200 Business Schools Report 2014/15

with practical, hands-on experience.”

In recent years, NUS MBA launched its Experiential Learning initiatives which are imperative to offering an immersive and authentic experience for business leaders.

“We have also seen a significant increase of practitioners teaching in NUS Business School as well, reinforcing the importance of bridging academic and industry so that the curriculum is rigorous, relevant and rewarding,” explains Chua.

Examples of such practitioners include Professor Kim Sun Bae, the ex-Chief Economist and Managing Director of Goldman Sachs; Professor Robert Tan who teaches the Promotional Management module and has worked his way up the ranks of major creative companies such as Ogilvy & Mather and Futurebrand; and Veronica Eng, who started a successful private equity company in London.

Chua adds the NUS MBA programme offers students the opportunities to interact with industry leaders through seminars and networking events.

“In summary, the NUS MBA aims to develop ethical graduates who not only possess the analytical skills to solve complex problems but also the communication and persuasion skills

to become effective global leaders,” she affirms.

Nanyang MBA also offers several innovative courses under its flagship programme, one of which is “Strategy Projects @ Nanyang”, says Tee. This allows teams of MBA participants to work with companies on mutually– agreed projects.

Working in cross-functional groups of four to six members, MBA participants spend 30 weeks (from conceptualisation to execution) under the guidance of an academic professor, developing innovative and practical solutions to management challenges and also creating new opportunities.

“The result is a comprehensive report for the host company that reflects extensive study inputs and cutting edge management ideas,” explains Tee. Another course, known as the Business Study Mission, is an immersion programme that provides a platform for the practical applications of the knowledge gained from the core courses and electives. This takes place through visits to local or overseas companies, and through meeting and engaging with the top executives of said firms, elaborates Tee. “Nanyang MBA nurtures leaders who are able to embrace uncertainly, accept

ambiguity and acknowledge the various natures of organisations and markets,” says Tee. The curriculum of ESSEC’s Executive MBA is a result of extensive research and study by the faculty, says Nestorovic.

He explains the course offers an innovative curriculum with a pan-Asian core that allows executives to acquire new expertise while reinforcing their soft skills to navigate the ever-evolving environment.

“Topics covered include hard and soft skills to manage new trends and evolving new business models for developing competent and entrepreneurial business leaders in Asia,” adds Nestorovic.

In addition, Professor Yan Li, Associate Professor and Associate Dean of Faculty at ESSEC Asia-Pacific, says the school has crafted a programme to address the notion of Big Data.

“Companies all over the world have started to realise the business value of Big Data,” says Li. “However, very few initiatives have been taken to understand how big data is linked to the poor population in Asia.

With the course ‘Targeting masses in Asia: Big Data and the Bottom of the Pyramid’, we will be the first to explore this exciting territory.”

ISSUE 15.2 SUPPLEMENT

HRMASIA.COM 13

PROFILE

NTU NBS

Nanyang Executive Education.

For leaders, by leaders.

C

onsistently ranked among the world’s top-tier business schools, Nanyang Business School is one of the most established providers of business and management education in the Asia-Pacific region.

For over 50 years, we have nurtured leaders from around the world, employing innovative pedagogy that melds rigorous academic theory with real-world business practice.

As a college of Nanyang Technological University (NTU Singapore), we are able to draw on the strengths of the fastestrising Asian university.

Ranked 39th internationally, NTU is a research-intensive university, integrating nontraditional business and management topics into research and teaching. This holistic approach ensures that our student thrive and succeed in today’s increasingly dynamic and interconnected world.

Our academic excellence and industry relevance is well recognised globally.

Over the past 10 years, our MBA programme has been ranked regularly as one of Asia’s best. The Financial Times, for instance, ranked it the 38th best MBA programme in the world.

It also rated our EMBA

For more information, please contact us at (+65) 6592 3799 / (+65) 6592 1791.

14 ISSUE 15.2 SUPPLEMENT

programme as the world’s 8th best this year.

We are accredited by the European Quality Improvement System (EQUIS) and the Association to Advance Collegiate Schools of Business (AACSB) – the world’s most widely recognised quality assurance standards for accounting and business education. Our research has also received outstanding ratings in various academic surveys, with several of our faculty recognised as global leaders in fields such as accounting, finance and culture intelligence.

Cutting-edge Asian management education Nanyang Executive Education is the executive education arm of Nanyang Business School. Committed to empower the leaders of tomorrow, our executive programmes are designed to help motivated individuals to sharpen their competitive edge, enhancing their ability to lead in Asia’s dynamic markets.

Nanyang Executive Education are designed to deliver enriching learning experiences in which you will connect with other driven and talented leaders as well as our internationally renowned faculty. These non-degree management development programmes are offered to corporate clients and the general public.

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Open Enrolment Programmes are short, specialised programmes that are ideal for executives who want to update and refine functional skills.

These programmes provide high-level, value-added business education where you will learn the latest in management thinking and industry best practices.

They include: • Nanyang-Wharton Senior Leaders Programme • Management Development Programme @ Nanyang • WDA-Nanyang SME Hi-Potential Leadership Programme For a full listing of programmes we offer, please go to www.execed.ntu.edu.sg.

We also work with public and private organisations to plan and implement management training and development initiatives through customised executive programmes.

Such programmes focus on specific strategic objectives within the company and are tailored to suit various levels within the organisation.

Please write to nep@ntu. edu.sg to start exploring how we can support the growth and development of your company.

TESTIMONIALS FROM PAST PARTICIPANTS “I chose Management Development Programme @ Nanyang because this course provides participants with the most comprehensive topics for management training” KOJI KAWABE, HEAD OF PROJECT CONTROLS DEPARTMENT, MODEC OFFSHORE PRODUCTION SYSTEMS PTE LTD

“The Mergers & Acquisitions programme has good coverage such as private equity & due diligence that validates my experience” PHILIP LIM, BUSINESS DEVELOPMENT DIRECTOR, CHEVRON USA INC, SINGAPORE

PROFILE

KAPLAN PROFESSIONAL

First-class corporate training with Kaplan Professional K

aplan Professional, part of Kaplan Learning Institute, supports organisations and individuals in their quest for excellence by providing corporate training solutions that are designed to help them succeed in today’s competitive world.

Conducted by highly qualified trainers in an interactive environment, we ensure your journey for continuous development is an enjoyable one.

The cycle of professional learning and development doesn’t ever end – which is why we at Kaplan Professional continue to work with HR professionals and business owners to cater to the development needs of their talent pool.

Kaplan Professional is proud to be a OneStop Workforce Skills Qualifications (WSQ) Hub – having been appointed as a Continuing Education & Training (CET) Centre for the WSQ Employability Skills (ES) and Workplace Literacy and Numeracy (WPLN) frameworks and as Programme Partner (PP)

Devan Nair Institute of Employment and Employability 80 Jurong East Street 21 #06-02 Singapore 609 607 Tel: +65 6309 5738 Web: www.kaplan.com.sg/professional

16 ISSUE 15.2 SUPPLEMENT

for the WSQ Leadership and People Management (LPM) and Service Excellence (SV CF) frameworks.

Kaplan Professional is the leading provider of holistic corporate training in the continuing education landscape.

Our diverse offering of learning solutions under the five WSQ frameworks ensures all your business and learning needs are cared for. Our highly experienced Business Development Managers, Learning & Design Specialists and Adult Educators, work closely alongside you to customise the best learning experience for your organisation. We believe

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any successful training programme is the result of open communication. At the initial consultation, we will understand your training requirements and the gaps that the training should address. Thereafter, we will work closely with our qualified team of trainers to ensure that our customised training programme fully meets your training objectives.

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Our CET West Campus features seven Learn Labs, designed and engineered completely with all your

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You will also have access to symposium halls for mega learning and networking seminars. Speak to Kaplan Professional to see how we can help you achieve your training objectives.

I select the best opportunities to success.

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As the key decision-maker in your staff’s professional development, it’s vital you choose the best possible training partner. At Kaplan Professional, we provide a first-class learning experience that allows your staff to achieve their full potential. Sign up and start enhancing your organisation’s success today.

Leadership and People Management (LPM WSQ)

hip and P e ers

M

le op

Lea d

Our suite of executive programmes ana

geme

nt

Business Management (BM WSQ)

el

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for E xc

x ice E celle rv

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and

w th

te n

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m

or

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This suite of courses will help to: • Develop well-rounded professionals.

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Executive Development and Growth for Excellence (EDGE)

Develo ive p ut

nt me

Exe c

Bus i

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This suite of courses will help to: • Enhance corporate leadership capabilities.

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Professional training provider for the 4th year running^

This suite of courses will help to: • Gain higher levels of productivity and effectiveness.

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This suite of courses will help to: • Enhance capabilities for innovation and productivity.

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For more information, visit www.kaplan.com.sg/professional ^2013/2014 JobsCentral Learning Rankings and Survey *Terms and Conditions apply Kaplan Campus @ Devan Nair Institute 80 Jurong East Street 21, #06-02, Singapore 609607

#1 2013/14 PRI VATE EDUCATION RANKINGS

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